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Zoetis says that the problem appears not to be an endemic wellbeing issue for which the answer might be to develop greater individual resilience, but rather it is a symptom of the working environment itself, fuelled by structural, cultural and economic factors.
This, the company argues, means that concentrating on individual resilience may be misguided, and a new approach is needed, one that addresses the environmental factors at play.
The white paper identifies three areas for change:
Firstly, a complete reimagining of the veterinary workplace with more flexible and sustainable working models.
This includes considering more flexible work rotas, using technology to ease workloads, and enhancing the supporting role of veterinary nurses.
Indeed the most important factor in improving workplace wellbeing and professional satisfaction, cited by 27% of vets, was to better train veterinary nurses to take on more responsibility.
Secondly, finding ways to adapt to meet growing and varied client needs.
The white paper recommends enhancing communication training, adopting technology for better client management, and offering more support for vets when managing emotionally challenging conversations with clients.
Finally, the paper calls for a rethink over how vets are selected for in the first place.
Currently, the profession draws from a pool of 96% white, 29% fee-paying, largely female people who are not representative of the market they serve.
Greater diversity in the profession, Zoetis says, delivers social benefits, strategic advantages and workplaces with broader perspectives and greater psychological safety.
Stephanie Armstrong, Regional President at Zoetis, said: “Addressing retention in the veterinary field requires looking beyond individual well-being to systemic factors.
"By fostering better work environments and providing support, we can help ensure that veterinarians continue to provide vital services to our communities.”
Zoetis is urging stakeholders across the veterinary and animal health sector to review the white paper’s insights and join a collective effort to implement solutions.
https://www2.zoetis.co.uk/about-zoetis/news-media/knowledge-hub/transforming-veterinary-practice-for-the-21st-century
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I echo everything already stated by Sara-Ann Dickson. I would add that implementation of Schedule 3 criteria should also be promoted more effectively in practices, with appropriate and sufficient training in-house given for these roles. Having been qualified for 40 years, I have seen very little improvement (if any realistically), or any progression in many of the points already mentioned. It’s very much a lottery and haphazard on so many levels.
As a veterinary nurse, I welcome the conversation about addressing the retention crisis in the veterinary sector—but I feel the article’s headline unfairly implies that it’s our responsibility to fix it.
Yes, better utilisation of veterinary nurses is part of the solution—and we want to contribute meaningfully. But it’s important to recognise that nurses face our own deep retention challenges, including:
The Zoetis white paper rightly identifies that retention problems are structural and affect the entire veterinary team. That includes both vets and nurses. Shifting more responsibility onto nurses without improving our pay, autonomy, or working conditions is not a sustainable solution—it risks worsening the problem.
If we’re serious about workforce wellbeing, we need to redesign veterinary practice for all roles—with respect, fair pay, and clear professional recognition across the board.
Let’s work together on solutions that support the whole team.